- Sophie Rovner's broad economic outlook is quite interesting, especially the focus on Paul Hodges' thoughts. It's worth a look, especially the ending paragraphs where they focus on the unemployment amongst East Coast pharma scientists versus the need for petrochemical workers in the Gulf region.
- Susan Ainsworth's look at hiring amongst large corporations is excellent and too good to excerpt; I am planning a tabulation for tomorrow or the weekend.
- Linda Wang has a great look at what hiring managers want during an interview, which is where we're going to land today. (Check out Derek's take (and his commenters'))
At Kalexsyn, a small contract research organization in Kalamazoo, Mich., the entire staff participates in interviewing a candidate, from attending the seminar, to asking questions, to meeting with the prospective hire one-on-one. “Everybody has the ability to influence the decision-making process on who’s going to be brought in,” says Robert Gadwood, president and chief scientific officer of Kalexsyn. “If somebody says, ‘No, I absolutely will not work with that person,’ that’s pretty much it.”
Gadwood acknowledges that interviewing is not an exact science. “That’s why you have a process in place that gets the opinion of multiple skilled interviewers on a particular candidate,” he says. “You can feel more confident that you’ve made the right choice.”
In situations where the staff is split on a candidate, “we haven’t hired those people,” Gadwood says. “We have to have pretty much a unanimous decision that this person will fit in well here.” The company typically hires two to three scientists a year, he notes. “We’ve gotten pretty good at identifying the people that we think would fit in well at Kalexsyn.”Do all companies go this way? I suspect that, at most companies, if enough trusted people express negative/something-less-than-enthusiastic opinions, a hire decision is not made. That said, I am sure there are as many stories of hires being made over-people's-dead-bodies.
Finally, let's say that you're working at a large organization and you hear about someone being interviewed who should not be hired. How should you go about making your opinion known? Personally, I would find 1) the hiring manager or 2) the person that knows the hiring manager the best and express my opinion in person (i.e. not on paper). Readers, what are your thoughts?